Human Resources

From employment law to compensation and benefits, FMLA and hiring and firing and more, Business Management Daily provides comprehensive Human Resources updates.

Discover how your colleagues – and competitors – are dealing with discrimination and harassment, employment law, benefits programs, and more.

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The Fair Labor Standards Act (FLSA) sets strict rules for how you pay employees, including setting a minimum wage and overtime. The basic concept is straightforward ...

Q. We have an employee with a chronic condition. We granted her intermittent FMLA leave provided she gave us a certification each time she takes time off for the condition. We have to constantly remind her to turn in the form. She also won’t call HR when she is sick, but leaves a message with the front desk. This makes it hard to track her usage. Can we terminate for refusing to follow the instructions laid out on the FMLA approval form?

Q. We have an employee whose wife is in a hospital intensive care unit. The employee asked for FMLA leave. Is this an FMLA-eligible reason, even though the employee isn’t providing “care,” as the law requires?

Various organizations offer an alphabet soup of certifications. But is certification even necessary for your career path? If it is, which certification is right for you? Here's a breakdown of your certification options. Do your homework: The most common certifications may not be your best career choice...

Q. We sometimes send exempt employees to conferences. Do we have to pay for travel time? Can we voluntarily pay them extra if the travel time extends into the evening or weekend, or will that destroy their exempt status?

Q. We required three hourly employees to drive 15 hours to an out-of-state warehouse to do finishing work and only paid them for eight hours of straight time. They worked a 40 hour week, made the drive on a Saturday, worked in the warehouse Sunday through Wednesday, then made the 15-hour return drive on Thursday and reported to work on Friday. Someone at the Labor Department told me that since the drive extended past their regular workday, we were required to pay for 15 hours, and it probably should have been overtime. Is that correct?

A surprising new court ruling says that if your organization uses a common pay practice—setting new hires' salaries based on their past pay—you could be violating the Equal Pay Act ...

Employees age 55 and older—a group growing four times faster than the work force as a whole—make particularly loyal employees, a new study shows. But does your organization offer the type of benefits that will help you retain those older workers until they retire (and beyond)? Some organizations are taking that extra step ...

Summertime…and the dressing is easy, some employees think. Coming to work in flip-flops and Bermuda shorts may not jibe with your organization's business casual dress code policy. But that they should not be worn to work might not be explicitly spelled out either. When did employees get the idea that "appropriate footwear" includes workplace-inappropriate flip-flops? Never mind the safety risk — that noise is disruptive enough. As for Bermuda shorts, the length might be appropriate in terms of what you allow for skirt/dress lengths, but they are still shorts after all.

If you’re planning to attend a conference soon, think about this: The work you do before the conference is just as important as what you do while you’re there ...

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